RAILWAYS, 161
further efforts being made to remove cause for complaint. Where large
numbers of workers are employed, there must be cases in which dis-
siplinary action has to be taken, but this makes it all the more neces-
sary that the workers should understand that steady work, reasonable
sficiency and good conduct will ensure security of tenure. They should
also feel assured that, when their service or conduct falls short of the
required standard, opportunities for explanation will be provided, and
shat their services will not be terminated without due enquiry, and, if
lesired, ample rights of appeal to higher authorities.
Service Agreement.

We therefore recommend that all classes of workers should
enter into a simple service agreement. This should provide for a pro-
bationary period of twelve months, during which the administration
should have the right to dispense with the services of any worker con-
sidered unsuitable. After twelve months’ approved continuous service,
the engagement should be confirmed and made terminable on one
month’s notice or on payment of one month’s wages in lieu of notice.
In addition to such other terms and conditions as may be necessary,
there should appear in all agreements a declaration to the effect that
wn employee is liable to have his service terminated in any of the
following circumstances :—.
(1) in consequence of his conviction by a criminal court,

(2) for serious misconduct,

(3) for neglect of duty resulting in, or likely to result in, loss
to Government or to a railway administration, or
danger to life,

(4) in particular branches for indebtedness,

(5) for inefficiency or unsatisfactory service,

(6) on reduction of establishment.
We further recommend that the power of terminating arn
employee’s service should reside solely in the district and divisional
officers or officers superior to them. It should be understood that
reports of offences must be submitted in the ordinary course by super-
vising subordinate or assistant officers.
Appeals against Dismissal or Discharge,

An employee having been confirmed after twelve months’ con-
tinuous service, when charged with an offence which, if proved, is serious
2nough to render him liable to dismissal or discharge, should be furnished
with a charge sheet setting out particulars of the allegation against him,
This should be returnable within seven days of its receipt, together with an
explanation duly signed by the recipient. The competent officer, 1.e., the
district or divisional or superior officer, on receipt of the charge sheet, may
make such enquiry as he thinks proper and, if the case is to be proceeded
with, summon the employee to appear before him. If the employee so elects,